How is my performance calculated?VALIC calculates personal performance based on the investment performance of the funds, but also factors in the amount and timing of cash flows (including contributions, exchanges and withdrawals) in and out of your account. For additional information concerning the calculation of personal performance, call the Client Care Center at 1-800-448-2542.

Your VALIC Financial Advisor, Inc. (VFA) accounts and VALIC Polaris and Power Index accounts are NOT systematically included in these calculations.

Why is my personal performance different than the performance of the funds that Im invested in?Your personal performance calculation takes into account the amount and timing of your cash flows in your account.

How often is my personal performance calculated?VALIC calculates personal performance on a quarterly basis and updates this site by the 15th business day of the new quarter.

My performance looks good. How do I continue to have my funds perform at the same level or higher? Past performance does not guarantee future results. If you have questions concerning your personal performance, fund performance or asset allocation, you should contact your financial advisor at 1-800-448-2542.

If I open an account midway through the quarter, how is my personal performance calculated?Your personal performance is calculated from the date of your initial investment through the end of the current quarter. Initial investments are new contributions and/or the ending value of exchanges (including all flow and investment value change) into the account from another product.

Is my personal performance number net or gross of fees?The personal performance number is calculated based on your account balances and cash flows. Fees have been factored in to the unit value and/or account balance calculations; therefore, the personal performance number is net of fees.

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Frequently Asked Questions About Personal Performance

Specialties

Personal Performance Training & Rehabilitation specializes in adapting exercise, physical therapy, and massage therapy services to each individual client to help each person achieve optimal health and fitness.We offer individual exercise programs, small group exercise programs, personal training, physical therapy, and both therapeutic and relaxation massage therapy. Additionaly, our Founder, Doug Kleber, offers naturopathic medicine services.

Established in 1994.

Personal Performance is founded on the principal of providing clients education and training on whole body wellness through alternative methods of nutrition, fitness training and injury rehabilitation. Established in 1994 we have been providing superior training and rehabilitation techniques that produce consistent, progressive results. Our commitment is to provide progressive personalized service and instruction that treats the whole person and achieves optimal wellness.

Doug Kleber received his B.S. in Kinesiology from the University of Illinois. He is a Registered Kinesiotherapist and Certified Massage Therapist. Doug is a former All-American football player, collegiate baseball player and Pro NFL player. Doug's focus in working with athletes is on more than building strength; his treatments and training plans ensure that injured players are not only ready to get back into the game, but that they do so with sufficient strength and recovery to prevent future injury.

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Personal Performance - Trainers - 1804 N Lincoln Ave ...

Personal Performance LLC is a customized on-line personal training program with the individual in mind. We are committed to providing the knowledge and education of health and fitness to our clients and are dedicated to ensuring each individual reaches their fitness goals. As professionals we are passionate about health and fitness and are eager to assist our clients in achieving the benefits ofa healthy and active lifestyle. Personal Performance LLC will make the necessary sacrifices to ensure our clients make a successful transition to a healthier lifestyle. We will supply the proper motivation and discipline needed throughout their chosen lifestyle or competitiveprogram. Personal Performance LLC practices their lifestyle without the use of any performance enhancing drugs. In doing so, one is assured that they performing at their maximum genetic potential. Commitment, Dedication, Passion, Sacrifice, Motivation, and Discipline are the required fields needed by the clients of Personal Performance LLC to succeed in their chosenprogram. The success of our client's lifestyle transition is our main priority. Thank you for consideringPersonal Performance LLC as your customized on-line personal trainers.

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PERSONAL PERFORMANCE Customized Online Training ...

PERSONAL PERFORMANCE EVALUATION SYSTEM FOR OTHER STAFF

The personal performance evaluation system comprises the procedures for evaluating the performance of individuals, the associated evaluation factors and the evaluation scale. The impact of personal per-formance on the personal salary element is stipulated in the collective agreement.

The evaluation discussion is an important element in the work of supervisors and staff administration, and in interaction between individual employees and their supervisors. A successful evaluation discus-sion requires careful preparation. Individual employees may prepare for it, for example, by evaluating their own performance in advance. Both parties must set aside time for the discussion away from the distraction of other duties. Personal performance evaluation

The personal performance of an employee is evaluated in the course of an evaluation discussion. The evaluation focuses on the performance of individual employees in the duties assigned in their job de-scriptions and otherwise by the employer, and on the objectives assigned for the employee in the previ-ous performance appraisal or in some other corresponding manner.

The job performance of an individual is evaluated on an overall assessment scale of 1-9 with respect to the three main criteria specified below. Sub-criteria are used for assessing each main criterion, but are not evaluated independently. The individual performance level is determined as the average of the evaluation outcomes for the main criteria.

A supervisor will evaluate the employees performance. The supervisor records the outcome of the evaluation and its grounds, and these are communicated to the employee. The supervisor in question will propose a performance level on the basis of the evaluation. If the outcome of the evaluation does not accord with the employees own view of his or her performance, then the employee will enter his or her own view and the reasons for it in the evaluation summary. The performance evaluation and per-formance level will be confirmed by the employer in the light of such factors as the grounds for the per-formance evaluation, the general evaluation policy and the performance of employees working in duties of equivalent job requirement.

Reasons shall be given in particular for unusual evaluations of job performance that satisfy the job re-quirements. If the performance level is 1 or 2, then measures for supporting improved performance shall be mutually agreed.

The evaluation criteria / factors

The main criteria of personal performance evaluation for other staff are:

1. Vocational competenceSkills, evaluated with reference to such factors as

overall command of the employees duties; knowledge, skills, methods and tools maintenance of vocational skills ability to focus on essentials

Personal development, evaluated with reference to such factors as

how the employee responds to new challenges and ideas, and views new duties and practices an active role in improving the job how the employee improves personal skills

Plurality of skills / special ability, evaluated with reference to such factors as

whether the employee has skills exceeding the employees own basic duties that benefit the workplace, or some special ability or expertise general diversity of the employees skills or some special ability that benefits the work-place

2. Responsibility at work and activity in the workplace

Spontaneity, evaluated with reference to such factors as

how spontaneous the employee is in his/her work how the employee takes the initiative in improving working methods and the work-place

Co-operation skills, evaluated with reference to such factors as how the employee co-operates at the workplace, and with external parties and stake-holders how the employee promotes community and a positive atmosphere how the employee deals with conflict

Commitment to work and colleagues/co-workers, evaluated with reference to such factors as

how the employee participates in improving the workplace how the employee adheres to mutually agreed practices how the employee is committed to duties and to the aims of the employees workplace the extent of the employees involvement in discharging university community functions

Employees working in supervisory capacities will be evaluated for success and improvement in supervisory and leadership work (including participation in supervisory and leadership training) and for supervisory skills in general. The evaluation will consider how the supervisor supports, encourages and motivates employees to achieve their objectives and how the supervisor fosters a positive, effective and productive workplace.

3. Quality and performanceProductivity, evaluated with reference to such factors as

achievement of, for example, quantitative objectives or deadlines imposed on the employee

Quality of work, evaluated with reference to such factors as

quality of work in relation to the demands and goals of duties

Economy, evaluated with reference to such factors as

overall economy in discharging duties careful use of resources

The evaluation scale

The evaluation scale is as follows:

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Evaluating the Personal Work Performance - Lapin yliopisto ...

What Is Performance Development?

Performance Development (PD) = Performance Management + Employee Development

Performance development is a broad term that includes performance management and employee development. It describes both managing/assessing the work that needs to be done and providing opportunities for professional growth and development.

Some areas at MIT use a web-based tool for performance development and reviews. Find it here.

There are tremendous benefits to managers, employees, and organizations that invest time and thought into performance development practices. When done consistently and well, these practices result in better performance on the individual and organizational levels, higher satisfaction and morale among staff, retention of strong performers, and an effective means for correcting poor performance.

There are also costs of failing to manage performance effectivelyunresolved performance issues lead to lower productivity, poor morale (both for problem employees and others in the unit) and, ultimately, more time and energy spent resolving issues that could have been addressed by robust performance development practices.

Each participant is responsible for making the performance development practices as effective as possible.

Download our Manager's Performance Development Toolkit (PDF) to learn more about Baseline Practices, Best Practices, and the Performance Development Improvement Process at MIT.

The Performance Development Improvement Process is facilitated and supported by the department's Human Resources Officer (HRO) and/or Organization Development Consultant (ODC) (oed-request@mit.edu)

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HR at MIT | Performance Development | Welcome

Many people feel as if they're adrift in the world. They work hard, but they don't seem to get anywhere worthwhile.

A key reason that they feel this way is that they haven't spent enough time thinking about what they want from life, and haven't set themselves formal goals. After all, would you set out on a major journey with no real idea of your destination? Probably not!

Learn how to set SMART goals.

First consider what you want to achieve, and then commit to it. Set SMART (specific, measureable, attainable, relevant and time-bound) goals that motivate you and write them down to make them feel tangible. Then plan the steps you must take to realize your goal, and cross off each one as you work through them.

Goal setting is a powerful process for thinking about your ideal future, and for motivating yourself to turn your vision of this future into reality.

The process of setting goals helps you choose where you want to go in life. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You'll also quickly spot the distractions that can, so easily, lead you astray.

Top-level athletes, successful business-people and achievers in all fields all set goals. Setting goals gives you long-term vision and short-term motivation . It focuses your acquisition of knowledge, and helps you to organize your time and your resources so that you can make the very most of your life.

By setting sharp, clearly defined goals, you can measure and take pride in the achievement of those goals, and you'll see forward progress in what might previously have seemed a long pointless grind. You will also raise your self-confidence , as you recognize your own ability and competence in achieving the goals that you've set.

You set your goals on a number of levels:

This is why we start the process of setting goals by looking at your lifetime goals. Then, we work down to the things that you can do in, say, the next five years, then next year, next month, next week, and today, to start moving towards them.

The first step in setting personal goals is to consider what you want to achieve in your lifetime (or at least, by a significant and distant age in the future). Setting lifetime goals gives you the overall perspective that shapes all other aspects of your decision making.

Learn new career skills every week, and get our Personal Development Plan Workbook FREE when you subscribe.

To give a broad, balanced coverage of all important areas in your life, try to set goals in some of the following categories (or in other categories of your own, where these are important to you):

Spend some time brainstorming these things, and then select one or more goals in each category that best reflect what you want to do. Then consider trimming again so that you have a small number of really significant goals that you can focus on.

As you do this, make sure that the goals that you have set are ones that you genuinely want to achieve, not ones that your parents, family, or employers might want. (If you have a partner, you probably want to consider what he or she wants however, make sure that you also remain true to yourself!)

You may also want to read our article on Personal Mission Statements . Crafting a personal mission statement can help bring your most important goals into sharp focus.

Once you have set your lifetime goals, set a five-year plan of smaller goals that you need to complete if you are to reach your lifetime plan.

Then create a one-year plan, six-month plan, and a one-month plan of progressively smaller goals that you should reach to achieve your lifetime goals. Each of these should be based on the previous plan.

Then create a daily To-Do List of things that you should do today to work towards your lifetime goals.

At an early stage, your smaller goals might be to read books and gather information on the achievement of your higher level goals. This will help you to improve the quality and realism of your goal setting.

Finally review your plans, and make sure that they fit the way in which you want to live your life.

Once you've decided on your first set of goals, keep the process going by reviewing and updating your To-Do List on a daily basis.

Periodically review the longer term plans, and modify them to reflect your changing priorities and experience. (A good way of doing this is to schedule regular, repeating reviews using a computer-based diary.)

A useful way of making goals more powerful is to use the SMART mnemonic. While there are plenty of variants (some of which we've included in parenthesis), SMART usually stands for:

For example, instead of having "to sail around the world" as a goal, it's more powerful to use the SMART goal"To have completed my trip around the world by December 31, 2015." Obviously, this will only be attainable if a lot of preparation has been completed beforehand!

The following broad guidelines will help you to set effective, achievable goals:

Set performance goals, not outcome goals You should take care to set goals over which you have as much control as possible. It can be quite dispiriting to fail to achieve a personal goal for reasons beyond your control!

In business, these reasons could be bad business environments or unexpected effects of government policy. In sport, they could include poor judging, bad weather, injury, or just plain bad luck.

If you base your goals on personal performance, then you can keep control over the achievement of your goals, and draw satisfaction from them.

Set realistic goals It's important to set goals that you can achieve. All sorts of people (for example, employers, parents, media, or society) can set unrealistic goals for you. They will often do this in ignorance of your own desires and ambitions.

It's also possible to set goals that are too difficult because you might not appreciate either the obstacles in the way, or understand quite how much skill you need to develop to achieve a particular level of performance.

When you've achieved a goal, take the time to enjoy the satisfaction of having done so. Absorb the implications of the goal achievement, and observe the progress that you've made towards other goals.

If the goal was a significant one, reward yourself appropriately. All of this helps you build the self-confidence you deserve.

With the experience of having achieved this goal, review the rest of your goal plans:

Our article, Golden Rules of Goal Setting , will show you how to set yourself up for success when it comes to your goals. If you're still having trouble, you might also want to try Backward Goal Setting .

It's important to remember that failing to meet goals does not matter much, just as long as you learn from the experience.

Feed lessons you have learned back into the process of setting your next goals. Remember too that your goals will change as time goes on. Adjust them regularly to reflect growth in your knowledge and experience, and if goals do not hold any attraction any longer, consider letting them go.

For her New Year's Resolution, Susan has decided to think about what she really wants to do with her life.

Her lifetime goals are as follows:

Now that Susan has listed her lifetime goals, she then breaks down each one into smaller, more manageable goals.

Let's take a closer look at how she might break down her lifetime career goal becoming managing editor of her magazine:

As you can see from this example, breaking big goals down into smaller, more manageable goals makes it far easier to see how the goal will get accomplished.

A good way of getting going with this is to use the Mind Tools Life Plan Workbook. Supported by worksheets and advice, this guides you through a simple 5-step process for setting SMART goals, and for organizing yourself for success.

Goal setting is an important method of:

Set your lifetime goals first. Then, set a five-year plan of smaller goals that you need to complete if you are to reach your lifetime plan. Keep the process going by regularly reviewing and updating your goals. And remember to take time to enjoy the satisfaction of achieving your goals when you do so.

If you don't already set goals, do so, starting now. As you make this technique part of your life, you'll find your career accelerating, and you'll wonder how you did without it!

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Personal Goal Setting - How to Set SMART Goals - from ...

Aaron Ramsey gives a candid, and dejected, account of Arsenal's showing vs. Liverpool, and their need for vast improvement. Craig Burley lambastes Arsenal's display against Liverpool in his player ratings. ESPN FC's Craig Burley recaps the Premier League table after Week 3 closes out, with Arsenal sitting way down in sixteenth.

Petr Cech said Arsenal's lack of fight against Liverpool was "quite simply unacceptable," but insisted they could still compete for the Premier League title.

Arsenal were demolished 4-0 at Anfield after a lacklustre performance saw them dominated by Liverpool throughout, failing to muster a shot on target.

The Gunners could not cope with Liverpool's energy and were repeatedly beaten in duels and challenges, which Cech said was the most disappointing aspect of their display.

"It was quite simply unacceptable for the size of the club we are and for the team we have," the goalkeeper told Sky Sports.

"Obviously you can come here and lose 4-0. OK, it can happen on a bad day when you fight but you are unlucky and your opponent is playing well and scores with every shot they have. Then it can happen.

"But not like it happened today. The way it happened today is unacceptable.

"We were not fighting, we were not running enough, we were not winning any individual battles and as a team we completely failed to respond to their way of playing, and that is the most disappointing thing.

"But we have only ourselves to blame."

The loss leaves Arsenal in 16th place in the Premier League table with three points from three games, having also lost at Stoke last weekend.

But while many fans and critics are already writing off their title chances, Cech said: "I would say the only positive out of the game is that we have to respond, and we have time to respond.

"It's very early doors in the season, and with two defeats you can still win the league.

"If I didn't believe that we could do that I would probably retire and not play football any more. But I believe that this team has everything to compete and to win the title.

"I think we have shown that in many games and we need to make sure we are consistent and that, when the games come, we are always on top."

Mattias is ESPN FC's Arsenal correspondent. Follow him on Twitter: @MattiasKaren.

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Petr Cech slams 'unacceptable' Arsenal performance in Liverpool loss - ESPN FC

Chelsea had Everton absolutely locked down at Stamford Bridge as Alvaro Morata set up one and scored the other.

Chelsea coasted to a comfortable 2-0 victory over Everton at sun-drenched Stamford Bridge as first-half goals from Cesc Fabregas and Alvaro Morata maintained the London club's momentum restored by last weekend's win over Tottenham Hotspur at Wembley.

The Mediterranean weather seemed to benefit the Blues' Spanish contingent of players in particular, with Morata providing the assist for Fabregas' goal and Cesar Azpilicueta setting up Chelsea's new No. 9, whose header sealed the points for Antonio Conte's side.

Positives

A comfortable clean sheet was as pleasing as Morata's goal and assist. Admittedly, Everton looked a little jaded, understandable given their Thursday night Europa League exertions in Split, but games still have to be won and it was mission accomplished for Conte.

Negatives

Chelsea's failure to add to their first-half goal tally was frustrating given the fact that Everton were there for the taking. Victor Moses, Pedro and substitute Michy Batshuayi all had decent chances to score. Conte will be mindful of this profligacy in the final days of the transfer window.

Manager rating out of 10

8 -- Conte's big call of the day was restoring Fabregas to his starting line-up ahead of Tiemoue Bakayoko, who had featured against Spurs with the Spaniard suspended. The Italian's faith in the midfielder was repaid with a goal and a composed performance.

Player ratings (1-10, 10 = best, players introduced after 70 minutes get no rating)

GK Thibaut Courtois, 7 -- The fact the Belgium international goalkeeper was scarcely involved in the game is a measure of Chelsea's dominance. He stayed focused and was well-positioned to make his only save of the game three minutes from time, tipping a speculative Everton effort over the bar.

DF Cesar Azpilicueta, 8 -- Captaining Chelsea for the first time at Stamford Bridge, Azpilicueta clearly enjoyed the responsibility of keeping Chelsea's back-line organised. Playing centre-back doesn't mean Azpi forgets his craft down the flanks and it was his peachy cross that picked out Morata's head for what proved to be the goal that put the game beyond Everton.

DF David Luiz, 7 -- Spent much of the first half in an advanced sweeper role and was involved in some fantastic give-and-go football with his teammates. Largely untroubled in defence with Everton offering very little through the middle of the park.

DF Antonio Rudiger, 8 -- Rudiger is going to be a great player for Chelsea. The quality of the German international's blocking tackles, interceptions, pace and positioning was first-class throughout the contest.

MF Victor Moses, 7 -- Moses cannot be faulted for trying. The Nigeria international is the player perhaps most at risk from any last-minute transfer activity that Chelsea may get involved in and once again he put in an energetic performance at right-wing-back which on another day might have brought goals and assists.

MF N'Golo Kante, 8 -- Ran the show from midfield for Chelsea, bossing proceedings enough to enable Fabregas to steel forward. Hugely influential in the latter stages of the game when Conte made his substitutions, and when Bakayoko entered the fray the Blues had an impregnable look to them that will surely serve them well in the future.

MF Cesc Fabregas, 8 -- A surprise choice perhaps given his foolish dismissal for a couple of needless cards in the season-opener against Burnley, Fabregas found his magic hat and the back of Everton's net in what was a pleasingly composed performance. Conte will be delighted that the Spaniard's form has not deserted him and that the Clarets debacle was just an aberration.

MF Marcos Alonso, 7 -- The two-goal hero of Chelsea's Wembley triumph over Spurs enjoyed another afternoon buccaneering down the left flank. Every time Alonso was on the ball within sight of Everton's goal, the home crowd urged him to shoot -- which, of course, he did. But on this day his timing and targeting was less precise.

FW Pedro, 7 -- Effusive if somewhat mercurial performance from the man in the mask. A Pedro bicycle kick that came at the end of a wonderful Chelsea move would surely have been a candidate for goal of the season had it found the net instead of sailing over the bar, and the miss was just one of several that the Spaniard was culpable of before being subbed off in the 75th minute.

FW Willian, 8 -- Indefatigable performance from the Brazilian who was at the hub of much of Chelsea's forward creative play. Initiated the move that led to the Fabregas goal and worked well with Morata. On this showing it would be harsh for Willian to lose his place to Eden Hazard, who is ready to return to first-team action, but that's the likely scenario.

FW Alvaro Morata, 9 -- Chelsea bought Morata to score goals and the club-record-signing striker making his first start at the Bridge didn't disappoint against Everton playing in Fabregas for the Blues opener and looping a smart header past Toffee's keeper Jordan Pickford to seal an impressive personal performance.

Substitutes

MF Tiemoue Bakayoko, NR -- Galvanised Chelsea's midfield when replacing Pedro. Athletic physicality saw him win every challenge contested.

FW Michy Batshuayi, NR -- A late substitute for Morata, Batshuayi saw plenty of the ball but goal-scoring opportunities eluded him.

DF Andreas Christensen, NR -- Replaced Moses for the final minutes of the game as Conte shored up his defence to close out the game.

Mark Worrall is one of ESPN FC's Chelsea bloggers. You can follow him on Twitter: @gate17marco

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Morata stars in Chelsea win vs. lifeless Everton to maintain momentum - ESPN FC (blog)

BUFFALO BILLS

Head Coach Sean McDermott

(on QB Tyrod Taylor) Hes in the protocol at this point. Nothing further at this time.

(on DT Marcell Dareus) As you know, it was a violation of a team rule. Im disappointed; were disappointed. My hope is hell learn from this, and well move forward. Im not going to get into what he did. Well address it and revisit it when we get back.

(on offensive game plan being derailed when Taylor went out) It was an unfortunate situation with Tyrod. I never want to see anybody go down, particularly with a head injury. But I liked the way we were able to handle the sudden change. Nate [Peterman] was poised. All reports from the huddle were that he was very composed and handled himself well. The offense moved at times, and, at other times, we didnt move well enough. We still have a lot of work to do in all three phases.

(on the penalties that hurt his offense) You cant do that. Youve heard me say that before. Fundamental football, taking care of the football, we didnt do a good enough job of that at the end to win the game. But there were a lot of positives. We gave great effort. We gave ourselves a chance to win the game at the end. We need to win those games. And that becomes a mindset, a winning mindset, an eye of the tiger mindset. And thats how our team needs to grow in that area.

(on his teams run defense) I thought the defense played well, actually, overall. They werent in great situations with field position. We knew it was going to be a field-position game, quite frankly. And it was. They gave us a chance to win the game by forcing field goals for the most part. By taking bad situations and turning them into a positive, they played hard, and well continue to grow in that area also.

(on additional punishment for Dareus) Im not going to get into that. Well head back to Buffalo and revisit that at that time.

(on when they decided to send Dareus home) It was just before the game.

(on the three illegal formation penalties against the offensive line) Its disappointing. Like all situations, we have to learn from those, and those are valuable lessons. You cant do that in a game. Weve got a lot of work to do in a lot of areas, and penalties is one of them. Well continue to work until we get it right. Theres no magical solution or magic way fixing it other than to work hard. And thats what we plan to do.

(on whether QB Nathan Peterman can get into the mix for the starting job) Tyrods our starter. I thought Nathan came in and did a good job, at times moved the ball. But we had some penalties that stalled some drives. The biggest thing I wanted to see Nathan do is handle the situation. And he did that. The whole team did that. Sometimes going through a situation like this, as unfortunate as it is, watching your team respond to it makes me proud. The offense embraced him; he did some good things in the huddle.

(on the battle at the RCB position) Great competition. The thing you love about it is just like the game. The guys battled. For the third game in a row, the guys battled to win the game again. It doesnt happen every week. But, that said, weve got to win those games; we have to handle those situations. I thought E.J. [Gaines] played at an extremely high level, and thats going to make for some tough decisions.

(on his level of frustration with Taylors injury) This is a contact sport. Injuries are a part of the game. They happen. Would I have liked to have seen him out there for the duration that we had planned for him? Sure. But, that said, we have to take everything in stride as a football team. The next man stepped up and did some good things. He stepped up, got his first action with the ones. And that was good to see.

(on if the lack of RB Jonathan Williams playing time was injury-related) Jonathan has been battling that. Were trying to look at some things offensively in the back field in general. Jonathan will get his touches moving forward. But we wanted to get a look at Mike [Tolbert]. Mike did some good things, and then Joe Banyard ran the ball well. Jonathan, coming off this injury, we wanted to give him a little more time. So, Thursday night will be important.

(on the quarterbacks comfort level with TE Charles Clay) Thats important. The tight end can be, if used the right way, a quarterbacks best friend. They know where to find him, he knows where to be in third-and-short situations. He can also get vertical. He provides a good skill set for us, including in-line blocking. Hes been working really hard at that. I really like where Charles is in his development and getting himself ready for the end of the season.

(on why RB LeSean McCoy was in the game so late) Its really what we need to do as an offense, and, in this case, LeSean, ready for Week 1. Theres an acclimation period. Im right there with him. When he touches the ball, I hold my breath and say a lot of prayers. That said, he needs his touches to get himself ready and acclimated for Week 1. We are fortunate that he got some good touches and came out healthy tonight.

QB Nathan Peterman

(on his possible larger role) All I do is just try to do my best when they send me into the game. I dont know how much Im going to play, but when I do I just want to keep the offense on the field.

(on the number of batted balls at the line of scrimmage) They have a very big defensive line, and they know when to put their hands up. I need to do as better job with my eyes finding the passing lanes.

(on the Bills difficulty on third down) We need to do a better job as an offense. We have to be more discipline so we can make plays. We just need to get better

(on his reaction to entering the game so early) That is what you prepare for. When youre the number two quarterback, youre always one play away. Im extremely grateful for the chance to play

FB Mike Tolbert

(on the competition for playing time at running back) We all know who is No.1 [RB LeSean McCoy]. The rest of us are just working hard to see what we can get. We are all trying to eat.

(on his touchdown run) I knew I got in. It was no doubt in my mind. There arent too many teams that can stop me from the 1-inch line.

RB LeSean McCoy

(on QB Tyrod Taylor being injured) Its always tough when you lose your starter. You want to keep everybody fresh and healthy, so well see what it is. Hopefully hell get better, and well get him for the opener.

(on the play of QB Nathan Peterman) Hes going to be alright. He looked good. The whole camp hes looked sure. Hes a young guy who demands a lot of respect and confidence. Hes making all the right reads and throws. I think hell be good.

(on DT Marcell Dareus being sent some) I dont know about that, as far as the game went today. On offense, we didnt play well. Myself, I didnt play well at all. This was one of my worst preseason games. I have to get to some drawing boards this week and learn from our mistakes, especially myself. I have to get back to playing ball and get ready for our opener.

TE Charles Clay

(on the Bills defense) They were good. They were physical. Theyve been doing good, pretty much all of camp, so it comes as no surprise. Starting with the front four, theyre a bunch of hard working guys. They carried us, unfortunately. We just couldnt put enough points on the board. Well go back to the drawing board and get some things corrected. I thought they played well tonight.

(on him being targeted in this game and whether it will continue into the regular season) Who knows? You just have to wait and see. Playing tight end sometimes you get these kind of games and sometimes you have to help a little more in the running game. You just have to see.

(on his ability to go downfield) However I can help. I feel like thats something Ive definitely worked on and I feel like thats something I can help. Theres multiple things that I can do, so whatever they ask me to do Ill do it.

(on being 0-3 in preseason) You come out here and you want to win every single game, but its preseason, and weve got to get some things corrected. Hopefully well have it nipped in the bud when the regular season gets started.

CB Shareece Wright

(on the defenses play) I think it was good overall. We had our good plays and we had a couple times where they were able to run the ball a little bit on us. But for the most part, I thought we did pretty well.

(on being in the visiting team locker room) Different. Its different. I was telling guys Ive never been on this side of the locker room. Its not as nice and its a little more packed.

(on being 0-3 in the preseason) Its preseason. Theres a lot of things that go on in the preseason that are different than the regular season. Were just playing hard and trying to come together as a team, gel as a team, and hopefully we can do that.

LB Preston Brown

(on the first team defensive performance) We had a good showing against their offense, keeping them out of the end zone. Its a big emphasis throughout the year. The defense as a whole did a great job limiting the points throughout the game.

(on whats working well for the defense) The coach is doing a good job getting the best plays in. Were getting our personnel in. Everybody is out there talking and communicating well. Guys are making plays when theyre presented to them.

(on the team defensive effort) Everybody is running to the ball, so its always a big crowd. When weve watched film, everybody is getting in the picture.

(on his personal performance in preseason) I think Ive done alright. I never grade myself higher than a C. Ive got a lot to improve on, get some turnovers sand help this offense get more points on the board.

LB Lorenzo Alexander

(on the defense needing to improve) We definitely must continue to step up. Theres plenty of adversity to overcome. I think the defense played well, but we still need to take the ball away. Thats something huge that we will have to do this year. Our goal is to have two every game. We had one tonight. We need to continue to work in that area.

(on the starting defense not allowing a touchdown) Thats huge. At times, we had short fields. Our goal is takeaways and make them kick field goals. We were able to do that tonight.

(on the defenses performance in the pre-season) Were able to play fast, that suits our personnel. Guys are able to fly around. We need to understand what our assignments are so we can execute. Were definitely meshing well from the front, to the back end. Were really creating some chemistry. We need to get more hands on balls, and create more opportunities by forcing fumbles, so we can create short fields for our offense.

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Transcripts: Bills Postgame Transcipts - BaltimoreRavens.com

Perhaps the most astonishing thing about Donald Trumps victory last November was that, according to exit polls, 60 percent of the voters had an unfavorable impression of Trump on the day he was elected president of the United States.

Now, its remarkable that after all that has happened, Trumps favorable and unfavorable rating not his job approval, but whether people hold a favorable or unfavorable view of him is virtually the same as it was on election day.

A new Marist poll found that 60 percent of those surveyed have an unfavorable view of the president, versus 34 percent who have a favorable view and 6 percent who dont know.

In the RealClearPolitics average of all polls on the favorable/unfavorable question, Trump is now at 55.2 percent unfavorable versus 39.6 percent favorable. That is little changed from his average on November 8: 58.5 percent unfavorable, versus 37.5 percent favorable.

Considering all that has gone on in the Trump presidency, the stability of the Trump favorable/unfavorable rating is notable.

The other measure, Trumps job approval rating, has fallen since he took office; it was 43.8 percent in the RCP average in his first week in office and is 38.6 percent now. Pollsters and strategists believe the job approval rating is much more important than personal approval.

In every model I am familiar with over the past 40 years, job approval has been a more influential predictor than a personal favorable rating and I believe that will be true for President Trump as well, Bill McInturff, the Republican pollster who, along with Democrat Peter Hart, conducts the Wall Street Journal-NBC poll, said in an email exchange. Long ago, presidents could have some gap between how we perceived them personally, with Carter and Reagan, for example, having stronger personal ratings than job approval at various points. An exception was President Clinton in 1998, who had terrible personal ratings, but high job approval.

Right now, Trumps job approval and personal favorability ratings are very close, as are the job disapproval and personal unfavorable ratings. But is that disastrous for the president, or not? Theres still what happened on election day to consider.

In another email exchange, David Winston, a pollster who has done extensive work for House Republicans, agreed that job approval is a more important measure than personal approval, but also noted that Trumps polls are hard to interpret.

Trying to compare Trump numbers with prior presidents at this point is very difficult, particularly given that he started with 60 percent unfavorable on election night, Winston said. He also had a significant amount of support coming from people who had an unfavorable view of him. Of the people that voted for him, 20 percent had an unfavorable view, according to the exit polls.

Winstons comments suggest that the old way of viewing job approval as the pre-eminent measure of a presidents performance might be lacking when it comes to Trump. Yet nobody has come up with a better measure.

Though much of the political reporting and commentary at the moment focuses on Trumps excesses, McInturff also sees something bigger than Trump at work.

We are at the logical end of a generation of change in American politics, McInturff said. Political scientists measure polarization by the gap between how the presidents party rates a president versus the opposition party. President Clinton was the most polarizing president in polling history, followed by Bush 43, who took over the mantle of most polarizing until replaced by President Obama, with the largest gap now being held by President Trump.

McInturffs conclusion: President Trump did not begin this trend, but he has become its logical end point. Hence, its hard to change numbers when 85 percent of your own party likes you and functionally no one does in the other party.

I think two polarizing presidencies in a row have broken this measuring stick, Brad Todd, a Republican strategist who has worked with many congressional candidates, wrote in an email. Job approval is more important than personal favorability, but neither is as important as what we call the gas pedal/brake pedal question.

Trump is a conundrum, Todd concluded, because voters see him as a brake pedal on both parties. So it is unclear whether they will put a brake pedal on the brake pedal in the next midterm.

The bottom line is that evaluating Trumps standing is probably more complicated than simply citing a falling job approval number. This is a presidency like no other, and it should be no surprise that measuring it presents new problems.

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York column: Job performance metric too simplistic to rate Trump - Baraboo News Republic